Research On The Design Of G Company's Strategic Compensation System

As is based on the demands of sustainable development of enterprises,the strategic compensation management is based on enterprise development strategy.It is of great significance in helping companies adapt to internal and external environmental changes,deepen enterprise reform,and strengthen scientific management.With the deepening of reform and opening up,state-owned enterprises in our country have went through a long and tortuous way.The salary management system has also been greatly reformed.However,compared with private and foreign-funded enterprises,there is still a large gap on the concept of salary management and the construction of salary system.G company is a state-owned real estate development enterprise with first class qualification.During the 13th five-year plan,G company will always adhere to the concept of becoming the local prominence of Yangtze River Delta with its own brand,by focusing on developing diversified,competitive and standardized projects.However,with the gradual implementation of the company's development strategy and management strategy,the problem of the disconnection between salary management and business strategy has been exposed.In this case,in order to improve human resources administration,shape the core competitiveness of the enterprise,and ensure the implementation of corporate strategy,we must establish a salary payment system according with the company strategy.Based on the above,this paper analyzed the current situation of the salary management of G company,and found out many problems in the compensation management,such as the disconnection of the enterprise strategy,the low salary level,the unreasonable salary structure setting and so on.To solve these problems,this paper analyzed the causes of the problems by using the relevant theories of strategic compensation management,and constructed a win-win salary system in line with the company's current development strategy and personal development,so as to effectively motivate the staff,enhance the vitality of the company and promote the steady and healthy development of the company.This paper analyzed the problems and causes of G company's existing salary system,and optimized the design of its Compensation system,so as to help G company solve the problems in essence.At the same time,a series of safeguards were put forward to guarantee the implementation of the new salary system.Through these studies,we hope to establish a salary management system adapted to the current development of G company to improve its competitiveness.At the same time,we also hope that these research could play a reference to other state-owned real estate enterprises in the salary optimization.